An unexplained payment, a missing file, an internal complaint, or a concern about a manager can force difficult decisions. Personal Protection Solutions provides corporate investigations services that help leadership, HR, and counsel learn what the evidence actually shows before they act.
This work is part of our investigative services practice. PPS is a veteran-owned firm based in the Baltimore area, supporting corporate offices, medical facilities, warehouses, construction firms, and other employers across Maryland, Washington, D.C., Virginia, and seven additional states.
Types of Corporate Investigations We Handle
- Employee misconduct and policy violations, including workplace conduct and harassment complaints referred by HR or counsel
- Theft, fraud, and expense abuse involving staff, contractors, or vendors
- Threats to executives or employees and concerns about potential workplace violence
- Leaks of confidential information or trade secrets
- Due diligence on prospective partners, executives, or acquisitions, using lawful public and authorized sources
- Conflict-of-interest and vendor relationship reviews
Harassment complaints often carry legal obligations, and the U.S. Equal Employment Opportunity Commission explains what employers are expected to address. If your team is new to commissioning an inquiry, our guide to corporate investigations walks through the purpose and process.
How We Conduct a Corporate Investigation
Defining the question
Every inquiry starts with a specific question and a designated contact. We agree on scope, who receives updates, and how sensitive information will be handled, so the investigation stays focused and confidential.
Preserving and reviewing evidence
We organize authorized records, such as email, access logs, approvals, and transaction histories, into a timeline. Footage is overwritten and memories fade, so early preservation often decides what an investigation can establish.
Interviews
Witness and subject interviews are planned after the records are understood. Questions are fair and documented, and we avoid conduct that could compromise an employment or legal process.
Reporting
Findings arrive in a clear written report that separates facts, open questions, and the sources behind each conclusion, ready for review by HR, executives, or your attorney.
Our investigators work within the law and do not use pretexting, unauthorized device access, or other prohibited methods. PPS works with properly licensed investigators and complies with the regulations in each state where an assignment takes place.
When Corporate Investigation Findings Call for Protective Action
Some investigations end with a sensitive next step, such as terminating an employee who has made threats. PPS can provide armed security guards or plain clothes officers during a hostile termination, and our enterprise security risk management team can address the policy and access-control gaps an investigation reveals.
Why Companies Choose Personal Protection Solutions
Founder Christopher Quirk is a U.S. Army veteran with 18 years of service and more than 500 executive protection details, and that discipline shows in how we plan, document, and communicate. Clients get a dedicated point of contact, 24/7 availability for urgent matters, and pricing that is typically lower than large national firms. Negotiable discounts are available for long-term or recurring work.
Corporate Investigations FAQs
An outside investigator makes sense when the matter involves senior leadership, a long-tenured employee, or a situation where internal staff may be seen as biased. Independent findings tend to carry more weight with boards, insurers, and courts. Internal teams can still handle routine matters, and we can support them with specific tasks such as interviews or records review.
The timeline depends on the number of records, interviews, and locations involved. A narrowly scoped inquiry can move quickly, while matters spanning several sites or departments take longer. We provide an estimated schedule during scoping and keep you updated if new facts change it, so leadership can plan decisions around realistic dates.
That depends on the investigation. Records review can often happen quietly, while interviews require direct contact. We plan the sequence with you and your counsel to protect confidentiality, limit disruption to operations, and respect the rights of everyone involved, including the person whose conduct is under review.
Our reports document facts, sources, and methods so HR, executives, and attorneys can make informed decisions. The decision to discipline, terminate, or pursue legal action belongs to your organization and its counsel. If litigation is likely, involve your attorney early so the investigation is structured around those needs from the beginning.
Yes. PPS supports employers in Maryland, Washington, D.C., Virginia, Delaware, Pennsylvania, New Jersey, West Virginia, Ohio, Michigan, and North Carolina. Investigator requirements vary by state, so we confirm the right approach for each location during scoping. You can view the full list of areas we serve.